Talent Savvy is a podcast aimed at helping Talent Acquisition practitioners become better at their job. By sharing knowledge, case studies and opinions by seasoned TA professionals from Europe, the USA and basically all over the world. Learn about exciting developments in other places of the world and be the first to apply them in your region.
50. The best advice a recruiter can get
In this special 50th episode the team of Talent Savvy shares the best advice we got and how it impacted our careers in Talent Acquisition.
You'll be hearing the best career advice as a recruiter they've got from:
Michael Delaney: https://www.linkedin.com/in/michaeldelaney1/
Sofia Broberger: https://www.linkedin.com/in/sofiabroberger/
Giles Symonds: https://www.linkedin.com/in/pharmaceuticalrecruitment/
Marlies Farril: https://www.linkedin.com/in/marliesfarrill/
Bas van de Haterd: https://www.linkedin.com/in/basvandehaterd/
Oana Iordachescu: https://www.linkedin.com/in/equalopportunity/
Matthias Schmeisser: https://www.linkedin.com/in/matthiasschmeisser/
Olga Smelova: https://www.linkedin.com/in/osmelova/
Kelly Robinson: https://www.linkedin.com/in/kellyjrobinson/
Steve Jabons: https://www.linkedin.com/in/stevedjacobs/
Enjoy the show.
49. Recruiting entire teams
Bas van de Haterd, Dez Papp and Sofia Broberger talk about hiring entire teams at once.
The recent lay offs might have great chances not just hiring a single good candidate, but an entire team. The reason for this podcast is a recent event Bas visited about hiring Polish IT people and one thing that the experts there said was that many Polish developers are such close friends with their colleagues that they would not leave without their team.
Should you do hire entire teams? What's the upside and what's the downside?
Sofia has actually had candidates rejected the offer as they wanted and Bas once changed jobs with a team mate.
We think about the possible upsides and downsides and the way you might go about this.
48. Tech layoffs and hiring freezes: the way this influences the market
In this episode Bas van de Haterd, Matthias Schmeisser and Akbar Karenga are talking about the tech layoffs and hiring freezes in tech. It's not just the venture backed firms that are letting people go, it's also the hiring freezes at big tech that are influencing the market.
The article we talk about in this episode is this piece on pragmatic engineer:
We ask ourselves the question: is this the moment for big corporates and governments to start hiring tech talent? Matthias and Akbar don't seem to think they really have a chance. But we will give them tips on how to try. We'll also give specific tips to start-ups and scale ups on what the emphasise when approaching tech talent in this market.
47. Corporate Careers website
In this episode Bas van de Haterd, Marlies Farril and Marco Dalmeijer talk about corporate careers websites. This episode is based on a research of the career websites of the 500 biggest employers of the Netherlands, by Digitaal-Werven, a brand founded by the host Bas van de Haterd
The research report is downloadable here
We talk about surprises in the findings. We talk about cultural differences between countries of what is and isn't an acceptable candidate experience and we talk about what every company should at least have on the careers website.
46. What TA can learn from professional sports
In this episode Bas van de Haterd, Kelly Robinson and Michael Delaney talk about what TA can learn from professional sports. For once there isn't an article to share as we discuss this based on talks we saw at conferences. Bas saw the Sport scientist of Soccer team PSV at Digitaal-Werven this year and Kelly remembered an inspiring talk by coach K from Duke university and the American Olympic Team on a Career builder event a few years ago.
Kelly says he was fascinated by the fact that this coach had people learning to tie their show laces. The best in the world, learning the most basic of things and he wonders, do we in TA still coach enough about the most basic elements of recruitment: the job intake? Shouldn't we spend more time and effort on coaching basics next to innovating?
Michael's daughter was a college level distance runner and what he took from seeing her train is that they train her the same thing every time. This way it becomes muscle memory, doing something right 1000 times, makes you not use any cognitive load doing it. And as a team player himself, rugby league, he is always taking the team strengths and weaknesses into the equation when making a hiring decision.
We talk about accepting being average or even below average on something if you excel at other things.
We also talk about training the basics, coaching the basics, helping our TA team to become better. Although we might not frame it as improving the basics, as that might sound boring and framing it different. And we should probably also focus much more in small improvement.
If you love sports, different spots, you'll love this episode and see the things we can learn from sports as TA professionals.
45. Leveraging niche networks for recruitment
In todays episode episode Bas, Marlies and Steve talk about leveraging niche networks for recruitment. How niche can you get (the scientific forum for salt water membrane technology)? can you be part of a recruitment network and help other networks? What are do's and don't? What are successes we've had in leveraging niche network.
The reason for this discussion is the article in BBC:
Small note: Steve's connection was lost in the beginning of the recording, so it takes a while before he gets going.